Job Evaluation

Job evaluation is a system for analyzing and comparing different jobs and placing them in a ranking order according to the overall demands of each one. The objective is to assess which jobs should get more pay than others. There are two kinds of job evaluation programs: non-analytical and analytical. Non-analytical programs compare a job with others. In an analytical program, a job is split up into a number of different aspects and each factor is measured separately. Different analytical programs are factor comparison, point-factor rating, competency-based programs, and the profile method. Job evaluations assess the content of a job, not an individual's performance of that job.

Job Grading

Jobs are assigned a job grade based on the job value determined during the job evaluation. Jobs are classified into a grade/category structure or hierarchy. Each job is assigned to a specific grade/category. Jobs are placed with other jobs of similar requirements, duties, and responsibilities. The higher the job grade, the greater the level of responsibility and the higher the salary range.

Job Specification

Is a document, derived from job analysis, which outlines the basic purpose of a job, nature of work, examples of typical duties and minimum requirements of employee skills and qualifications for doing that particular job.

Key Performance Indicators

Key Performance Indicators or KPI's are quantifiable measurements, agreed to beforehand, which reflect the critical success factors and organizational goals of an organization. They differ according to the nature and the field of the organization.

From a performance management point of view, KPI's measure how tasks agreed between an employee and the person to whom the employee reports, have been carried out in the agreed time and manner.

Knowledge Management

Knowledge management refers to a range of practices used by an organisation to identify, create, categorise, represent, distribute, store insights and experiences as well as enable their adoption. Such knowledge can be embodied in individuals, organisational processes or prevailing practice. KM typically focus on improving performance, foster innovation, create competitive advantage, sharing lessons learnt as well as on continually improving the organisation and its parts.

KPI's

Key Performance Indicators, which measure the performance of an employee.

KSAs

Knowledge, skills and abilities - the personal attributes that a person requires to perform the job.

Дата добавления: 2015-11-14